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Employers can use an Invitation to a Redundancy Appeal Meeting Letter to invite an employee to an appeal hearing to deal with an appeal the employee has made against the employer’s decision to make them redundant. Invitation to a Redundancy Appeal Meeting Letters help employers to uphold an employee’s rights during a redundancy process and protect the employer against any legal claims the employee could make if treated unfairly (eg unfair dismissal claims).
This document is GDPR compliant.
Use this Invitation to a Redundancy Appeal Meeting Letter:
after the decision has been made to make an employee redundant
to arrange a meeting to discuss an employee's appeal against dismissal for redundancy
for employees based in England, Wales or Scotland
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Dear ,
I am writing to inform you that your redundancy appeal hearing will be held in on at . The hearing is to consider and discuss your appeal against our decision to end your employment by reason of redundancy, as set out in your notice of appeal dated .
The appeal hearing will be, with particular reference to the grounds raised in your letter of .
If there are any relevant documents you wish to be considered at the appeal hearing, please provide copies as soon as possible. If you do not have those documents, please provide details so that they can be obtained.
The hearing will be chaired by . You are entitled to bring a fellow worker or a trade union representative to the meeting in accordance with our Disciplinary Procedure. If you wish to bring a companion, please let me know their name as soon as possible.
Please acknowledge receipt of this letter and confirm that you will attend the hearing as scheduled. If, for any unavoidable reason, you or your companion cannot attend at that time please contact me as soon as possible.
We treat personal data collected during the redundancy process in accordance with our data protection policy. Information about how your data is used and the basis for processing your data is provided in our employee privacy notice and other policies.
If you or your companion have any specific needs at the appeal hearing as a result of a disability, or if you have any other questions, please also contact me as soon as possible.
Yours sincerely,
This Invitation to a Redundancy Appeal Meeting Letter template covers:
previous letters and/or meetings dealing with the redundancy process
whether the appeal meeting will involve a full rehearing of the case or a review of the initial hearing
the details of the appeal meeting
the employee's right to be accompanied to the meeting by a colleague or trade union representative (this is a statutory right that employers must uphold)
inviting the employee to make submissions and representations at the meeting
inviting the employee to notify the employer of any adjustments needed due to a disability
When carrying out a redundancy process, it’s important for an employer to follow a fair process from start to finish, to uphold employees’ rights and to reduce the risk of employees’ bringing legal cases against the employer (eg for unfair dismissal). Part of running a fair process usually involves giving appropriate consideration to any appeals that employees make against decisions to make them redundant. Making an Invitation to a Redundancy Appeal Meeting Letter and holding a proper appeal meeting can help you to do this.
A redundancy appeal meeting is a hearing held after a decision on redundancy has been issued, if an employee who has been made redundant has appealed (ie challenged) this decision. Depending on the reasons for the employee’s appeal, the appeal meeting will either review the redundancy process and consequent decision or will carry out aspects of the process (eg the initial redundancy hearing) anew and remake the decision.
Employees do not have a distinct statutory (ie legal) right to appeal against redundancy dismissals. However, offering employees the opportunity to appeal is generally recommended as part of following an overall fair redundancy process. For more information, read Redundancy and How to make someone redundant in a small business.
If an employer has a contractual dismissal policy that requires them to consider appeals, this should be followed.
The appeal meeting should be scheduled before the employee's last day of employment. If this is not possible, the employer should make clear whether the employee's employment will be extended until the hearing date or not.
At the hearing, both the employee and the employer will have opportunities to present their positions regarding the initial redundancy decision.
Often, the employee will present their appeal first, including interviewing any witnesses or reviewing any relevant documents. Then the employer will present their position, including describing the measures they have taken to avoid redundancy (eg efforts to arrange redeployment, reductions in overtime hours, or considering voluntary redundancies).
The hearing will then be closed, with the outcome to be communicated to the employee as soon as possible.
If the employer has a Redundancy policy in place, any requirements that this sets out for running appeal hearings should be followed.
If a redundancy appeal is successful (ie the employee’s argument wins and the decision to make them redundant is overturned), the employee will keep their role with the company. The employer’s Redundancy policy should deal with the continuity of employee benefits and whether the employee will need to return any redundancy payments.
Making your Invitation to a Redundancy Appeal Meeting Letter online is simple. Just answer a few questions and Rocket Lawyer will build your document for you. When you have all of the information about the appeal and the redundancy process prepared in advance, creating your document is a quick and easy process.
You’ll need the following information:
The employer and the employee
What is the employer’s name, address, and legal structure? If it’s a company, what is its company number?
Who is the employer’s signatory, if it’s a company or a partnership? This is the person who will sign the Letter on the company’s or partnership’s behalf.
What is the name and address of the employee who is to receive the Letter?
Letters and notices
On which date did the employee send a notice of appeal (ie when did they tell the employer they wanted to appeal the redundancy decision)?
On which date will this Invitation to a Redundancy Appeal Meeting Letter be sent to the employee?
The redundancy meeting
When and where will the meeting be held?
Who will be the chairperson for the meeting?
Will the appeal involve a full rehearing (eg starting a new iteration of the selection exercise and a new decision) or a review of the original decision?
Will anyone else be present at the meeting? For example, an HR representative or a note taker?
Invitation to a Redundancy Appeal Meeting Letters inform an employee that they are being invited to a hearing to consider an appeal that the employee has made against their redundancy. To do this, this Invitation to a Redundancy Appeal Meeting Letter template includes the following terms and sections:
Names and addresses
The Letter uses a traditional letter format. It is addressed from the employer to the employee and sets out the names and addresses of both and the date of the Letter.
Redundancy appeal meeting
The body of the Letter starts by inviting the employee to attend an appeal hearing related to an identified notice of appeal. The Letter lets the employee know the place and time of the hearing.
The appeal hearing will be…
Here it’s set out whether the hearing will involve a full rehearing (eg a new iteration of the selection exercise and a new decision) or a review of the original process and decision. It’s noted that the hearing will address the particular grounds of appeal that the employee raised in their notice of appeal.
If there are any relevant documents…
The Letter asks the employee to efficiently provide or to help organise copies of any documents relevant to the situation that they wish to be considered during the hearing.
The hearing will be chaired by…
The chairperson of the hearing is identified as well as any other people who will be present (eg an HR representative). The employee’s right to bring a companion to the hearing is also explained here.
Please acknowledge receipt of this Letter…
Here the employee is asked to tell the employer when they receive the Letter and to attend the hearing or inform the employer of their inability to do so.
We treat personal data collected during the redundancy process…
This section highlights the employer’s commitment to treating the employee’s personal data (ie information from which an individual can be identified) in accordance with the employer’s Data protection policy, Employee privacy notice, and other relevant policies.
If you or your companion have any specific needs…
This final section asks that the employee contacts the employer as soon as possible with any questions or concerns or if they or a companion they wish to bring to the hearing requires an adjustment to be made to the hearing process due to a disability.
Yours sincerely…
The Letter ends with space for the employer to sign and date the Letter before sending it.
Follow correct redundancy processes even at the appeal stage
Being made redundant can have a huge impact on an employee. Consequently, redundancy is a complex area of employment law with many rules and guidelines applicable to every redundancy process that’s carried out. If part of a redundancy process is found to be unfair, a dismissed employee may bring a legal claim for unfair dismissal, which could be time-consuming and costly for the employer. This could be the case if, for example, an employer doesn’t consult employees before making redundancy decisions or if they don’t consider an appeal when doing so would be fair.
Read Redundancy, How to make someone redundant in a small business, and Redundancy pooling and selection for more information. Ask a lawyer if you need help handling an appeal.
Creating and implementing a Redundancy policy can also help you and your management team to comply with redundancy law.
Understand when to seek advice from a lawyer
In some circumstances, it’s good practice to Ask a lawyer for advice to ensure that you’re complying with the law and that you are well protected from risks. You should consider asking for advice if:
collective redundancies are being made (ie where it is proposed that 20 or more employees will be made redundant within a 90-day period)
you’re making redundancies for employees based outside of England, Wales and Scotland
